Dual employment — working for two employers simultaneously — is restricted in Saudi Arabia. Expatriate employees working under a sponsored Iqama may not legally work for any employer other than their sponsor without formal sponsorship transfer or a secondary work permit. Saudi national employees may hold secondary employment, but it must not conflict with primary employment obligations and many contracts include non-compete and exclusivity clauses. Unauthorized secondary employment (moonlighting) can constitute grounds for disciplinary action under Saudi Labor Law. Inclusive Solutions advises on employment exclusivity clauses and secondary employment management.